April 11, 2021 Uncategorized 0

Are binding arbitration and dispute resolution agreements applicable? If you wish to formally respond to the consultation, you can send your comments directly to the DIFC authority under consultation@difc.ae in the prescribed form. The MOHRE decision allows employers and workers to temporarily agree on a reduction in wages. A sustainable wage reduction requires additional agreement from MOHRE. To be effective, the salary reduction must be fixed in an endorsement submitted to the MOHRE. Immigration and visa requirements The UAE`s employment system is inseparable from the immigration system. Without a valid work permit and visa sponsorship by a locally registered unit, expatriates are not able to work legally in the DIFC. VaEs and other Gulf Cooperation Council (GCC) nationals (i.e. citizens of Bahrain, Kuwait, Oman, Qatar and Saudi Arabia) are treated slightly differently, as they are not required to obtain or obtain a residence visa for the United Arab Arab Emirates because of the concept of free movement between the various GCC member states. However, the requirement to obtain a DIFC access card remains. The duration of the residence and work permit is three years and is renewable. The only notable exception concerns Qatari nationals who, due to the diplomatic crisis between the two countries, are currently not allowed to enter the United Arab Emirates. The directive allows employers to defer the abolition of residence visas or sponsorship of dismissed workers and the employer must maintain health insurance for the worker until the visa is cancelled.

When the employer works in retail, hospitality and catering or services and makes housing available to the worker as part of his employment contract, he must continue to provide it until the visa is removed. The employee`s agreement is usually required before changing the main conditions of employment. Changes to the terms of the basic contract (for example. B information on the remuneration package) will likely require formal changes to the employment contracts registered with the Public Utilities Office. As a temporary alternative, Mohre and DIFC introduced the concept of a “virtual labour market”. The objective is to allow employers to record data on workers who are under employment/sponsorship but who are at risk of losing their jobs. These workers may work for other employers, provided that their housing allowance and other benefits (excluding wages) continue to be paid by the original employer, despite the introduction into a third party. Almost a kind of secondment where an employee can provide services to a third party without terminating his or her employment with his sponsor.

The employment and immigration regime, which is quite static, is an essential consideration, particularly with regard to workers seconded or temporarily seconded from a non-UNIS ARABES ARABES origin agency. Workers need local sponsorship by a locally licensed and registered DIFC organization, which is both employer-specific and localised and allows workers to work only on the employer`s premises through which they obtained their visa. In the CFD, there are very limited exceptions to third-party work, including the provision of temporary work arrangements.